General HCM and Staffing
HCM stands for Human Capital Management. HCM is the area of Workday which refers to the tools and practices used to recruit workers, onboard new hires and manage jobs for employees.
General HCM
The general HCM hub covers foundational concepts including worker types and staffing models, supervisory organizations, the job catalog, worker profiles, security roles, and worktags.
Terminology
- Supervisory Organizations – A supervisory organization (sup org) groups workers into a management hierarchy, laying out who reports to whom.
- Job Management – A job management staffing model defines one set of hiring restrictions for all jobs in a sup org without limits on the number of seats to be filled.
- Position Management – A position management staffing model defines different staffing rules and restrictions for each position in a sup org.
- Job Profile – Job profiles contain job details including title, pay rate type, compensation, skills, and other qualifications. A job profile includes a general summary, position description, and key characteristics.
- Worker Profile – The worker profile contains basic information about a worker, including an overview of their position and contact information. This is the worker’s "account" page and many of their self-service actions can be initiated from their worker profile. It can be viewed by other workers and the visibility of sensitive information is controlled by a worker’s security role.
- Employee – An employee is a worker type that is paid by a partner institution.
- Contingent Worker – Contingent workers are not paid by any of the partner institutions and who need access to Workday or downstream systems controlled by Workday.
- Academic Affiliate – An academic affiliate serves as a Special Member of the Graduate Faculty. It is a non-paid worker type.
- Security Role – A security role is a data security assignment for workers in Workday to provide access permissions to initiate certain business processes, access information, and review or approve business processes, requests, and tasks.
Reports
- RPT007 HCM CORE C1 Conversion Report – HR Analysts run the RPT007 HCM CORE C1 Conversion Report to view the list of C1 employees who are eligible for C1 conversion.
- RPT021 HCM CORE C2 Conversion Report – HR Analysts run the RPT021 HCM CORE C2 Conversion Report to view the list of C2 employees who are eligible for C2 conversion.
- RPT787 Employee Contracts by Type – HR Analysts and Managers run the RPT787 Employee Contracts by Type report to view employees based on the type of contract they have in Workday.
- RPT833 HCM CORE Active Employees – HR Analysts and Managers run the RPT833 HCM CORE Active Employees report to view a list of all active employees in all organizations.
- RPT892 HCM Joint Business Processes – HR Analysts and Managers can run the RPT892 HCM Joint Business Processes report to view all business process transactions for workers with joint positions or appointments in a date range.
This table includes the relevant course(s). You can enroll in courses at any time on the On-Demand Courses page.
| Course Title | Description |
|---|---|
| HCM Core Concepts | This course helps you understand Human Capital Management (HCM) foundational concepts in Workday. You will learn more about worker types and staffing models, supervisory organizations, the job catalog, worker profiles, security roles, and worktags. |
What are sup orgs?
Sup org stands for supervisory organization. Sup orgs show detailed information including the subordinate sup orgs, members, staffing, security groups, and organization assignments.
How does a staffing model work?
A staffing model is associated with each sup org and determines how positions are created, filled, and managed.
What are the staffing models Workday uses?
There are two staffing models in Workday. The Job Management (JM) staffing model defines one set of hiring restrictions for all jobs in a sup org, without limits on the number of jobs that can be filled. The Position Management (PM) staffing model defines different staffing rules and restrictions for each position in a sup org.
What is a job profile?
A job profile is a job template as it contains the general job profile summary of the position, the position description, job family, compensation grade, and other key characteristics.
How is the Workday job catalog used?
The job catalog is a library of job profiles. Within the catalog are groupings called job families and job family groups. The groupings are used for reporting, compliance, training, career development, and other related information.
Who can see the information in my worker profile?
A worker profile can be viewed by other workers although sensitive information can only be viewed by those with specific security roles.
How do security assignments work?
A security assignment, or security role, is a data security assignment for workers in Workday to provide access permissions to initiate certain business processes, access information, and review or approve business processes, requests, and tasks.
What happens to security roles when a worker leaves?
Security roles are like keys on a keychain. A worker can hold many keys and, when the worker leaves their position, the keys stay with the position for the next worker.
Manage Positions
Manage Positions provides information about the organization and administration of positions. Tasks within this category include creating positions, editing position restrictions, managing a position freeze, and closing a position.
Applications (Apps)
- Open Positions – HR Analysts, Managers, Recruiters, and Central Recruiting Partners use the Open Positions app to view the unfilled positions in their supervisory organizations.
Tasks
- Create Position – HR Analysts, Managers, Recruiters, and Central Recruiting Partners initiate this task to create a new position in Workday.
- Edit Position Restrictions – HR Analysts, Managers, Recruiters, and Central Recruiting Partners initiate this task to update a filled or unfilled position's details such as the job profile, worker type, responsibilities, and job description summary.
- Manage Position Freeze – HR Analysts, Managers, Recruiters, and Central Recruiting Partners initiate this task to freeze or unfreeze a position. Freezing maintains a position for future use while preventing staffing transactions until the position is unfrozen.
- Close Position – HR Analysts, Managers, Recruiters, and Central Recruiting Partners initiate this task to close a position within Workday. Positions are closed when the position is no longer needed, can be eliminated due to reorganization, or for which funding has ended. A closed position cannot be reopened.
Reports
- Find Job Profile – HR Analysts, Managers, Recruiters, and Central Recruiting Partners run the Find Job Profile report to view the complete list of all job profiles with the details of each including the job profile summary, job description, and general compensation information.
- Open Position Summary – HR Analysts, Managers, Recruiters, and Central Recruiting Partners run the Open Position Summary to view a staffing summary for a specific supervisory organization that uses position management as the staffing model. The summary includes the number of current workers, pending offers, future hires, and Q1 to Q4 totals.
- RPT505 RECRUITING Position Report – HR Analysts, Managers, Recruiters, Central Recruiting Partners run the RPT505 RECRUITING Position Report to view position information such as compensation ranges, approver comments, and position status.
- View Open Positions – HR Analysts, Managers, Recruiters, and Central Recruiting Partners run the View Open Positions report to view all open positions in a supervisory organization and subordinate organizations.
This table includes the relevant course(s). You can enroll in courses at any time on the On-Demand Courses page.
| Course Title | Description |
|---|---|
| Manage Positions | This course helps you understand how to manage positions within Workday including creating positions, editing position restrictions, managing a position freeze, closing a position, and viewing key reports. |
For Campus Units and Central Office:
Can I create or edit a position and post it in one process?
No, a position first must be created or updated and routed for review and approval. The next step is to initiate a job requisition to move the position forward to post it.
Is Total Base Pay Range determined by the human resources office based on the individual position?
The Total Base Pay Range is determined by the Grade assigned to the Job Profile and the Grade has been assigned based on the details of the position. The Total Base Pay is determined by the Central Compensation Partner through the Set or Change Default Compensation task when the position is being created or updated.
Am I able to indicate a specific percentage of time when I am creating or updating a part-time position?
No, but you can enter the weekly hours when creating or updating a position and the Workday system automatically populates the FTE percentage. As an example, when you enter 24 in the Scheduled Weekly Hours field, the FTE populates to 60% FTE.
Will we still request position numbers for faculty positions?
No, there is not a process to manually request position numbers in Workday. When you create a position, the Position ID is automatically assigned to the position.
Can I put a vacant position on hold?
Yes, initiate Manage Position Freeze and freeze a position and put it on hold for an extended time. Initiate Manage Position Freeze and unfreeze the position when you are ready to recruit to fill the position.
Can a closed position be reopened?
No, once a position has been closed, it cannot be reopened. When you would like to put a position on hold, initiate the steps to freeze the position.
Can a position be left opened until filled?
Yes, a position can be left open until filled.
Can I update the details of an existing position or do I have to create a new one to make changes?
Yes, you can update an existing position. Initiate the Edit Position Restrictions task to begin the process of updating a position.
When should I upload a search waiver in Workday?
During the Create Position or Edit Position Restrictions processes attach all the required documentation including search waivers and supporting documentation.
Which business processes in Manage Positions are ‘initiation only’?
Close Position and Manage Position Freeze are initiation only meaning that reviews and approvals are not required.
How do I update a position for a current employee?
Edit Position Restrictions is the first action to update the position responsibilities and then complete a Change Job task.
Where can I add details about the responsibilities of the position?
Before forwarding a new or updated position for review and approvals, the Qualifications section of the position is required to be completed with detailed responsibilities adding up to 100%. This aids the Central Compensation Partner in determining the Total Base Pay amount within the Total Base Pay Range of the job profile.
Job Aids
Form I-9 in Workday
U.S. employers must ensure proper completion of Form I-9 for each individual they hire for employment in the United States. E-Verify is an internet-based system that compares information from a completed Form I-9 to records available to the U.S. Department of Homeland Security and Social Security Administration to confirm authorization to work in the United States. All paid workers must complete an I-9; an individual must accept the offer of employment before the Form I-9 can be initiated and completed.
Each worker holding the I-9 Partner security role must complete this course and the required training with their university's human resources office to complete the steps to submit the Form I-9 in Workday. Contact your university human resources office to learn more about the process.
Applications (Apps)
- I-9 Dashboard – I-9 Partners and Central I-9 Partners use the I-9 Dashboard app to view I-9 reports and actions in Workday.
Reports
- U.S. New Hires Missing an Electronic Form I-9 – I-9 Partners and Central I-9 Partners run the U.S. New Hires Missing an Electronic Form I-9 report to view the list of new hires who are missing the Electronic Form I-9 in Workday. It includes information such as their hire date, manager, and supervisory organization.
- Form I-9 Process Status – I-9 Partners and Central I-9 Partners run the Form I-9 Process Status report to view a count of Form I-9 business processes in various statuses.
- RPT027 HCM Core E-Verify Report – I-9 Partners and Central I-9 Partners run the RPT027 HCM Core E-Verify Report to view the list of employees who are missing their E-Verify information and includes information such as the worker, hire date, status of Form I-9, and if they are paid on federal grants or contracts.
- RPT845 HCM CORE I-9 Error Report – I-9 Partners and Central I-9 Partners run the RPT845 HCM CORE I-9 Error Report to view the status of Form I-9 information for selected worker(s).
There are other available reports in Workday for the I-9 Partner. Contact the Central I-9 Partner if you are seeking specific information.
Tasks
- Amend Form I-9
- Complete Form I-9
- Review Form I-9
This table includes the relevant course(s). You can enroll in courses at any time on the On-Demand Courses page.
| Course Title | Description |
|---|---|
| Form I-9 in Workday | This course helps you understand how to complete, review, and submit Form I-9 to E-Verify within Workday. Contact your university's human resources office to learn about the laws and policies in working with Form I-9 and E-Verify. |
For Employees:
For Campus Units:
What is Form I-9?
The Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment in the United States.
What is E-Verify?
E-Verify is an internet-based system that compares information from a completed Form I-9 to records available to the U.S. Department of Homeland Security and Social Security Administration to confirm authorization to work in the United States.
Can HR Analysts submit information to E-Verify?
No, only I-9 Partners and Central I-9 Partners can be authorized to submit information to E-Verify. If they are not authorized to submit to E-Verify, they cannot do so. Contact your university human resources office for information about becoming authorized to submit information to E-Verify. Often, an HR Analyst also holds the I-9 Partner security role, but not always.
When should a worker complete a Form I-9?
The electronic Form I-9 completion must be done in Workday as part of the new hire’s onboarding process. Newly hired employees are required to complete Section 1 of Form I-9 no later than their first day of employment.
Can I upload I-9 documents to the worker's profile section in Workday?
No, Form I-9 documents should only be attached within the Complete Form I-9 business process and NOT in the Worker Documents on the Worker Profile. This ensures that the documents are secure with the Form I-9 and also follows the Form I-9 document retention requirements.
What should I do when a worker’s E-Verify result is Tentative Nonconfirmation, E-Verify Needs More Time, or Final Nonconfirmation?
Contact the Central I-9 Partner in your institution's human resources office to determine the correct action.
Hire and Onboarding
Employees can be hired through a search and recruitment process or as a stand-alone, or ad hoc, hire. Onboarding is a sub-process that happens once the hire is in a status of completion. Hire and onboarding workflows are determined by the partner institution, the type of position, and hiring conditions.
Key Concepts
- A position must be available to hire a stand-alone, or ad hoc, hire into the Position Management (PM) staffing model.
- If a current employee in one partner institution leaves to accept a position with another partner institution, they are not processed as a new hire. A Change Job is completed.
- Once hired, a new employee uses their single sign-on credentials to access Workday and their Worker Profile to complete their onboarding tasks. They keep the same account throughout their tenure with the partner institutions, even if hired at another campus.
- There are many tasks associated with Hire and Onboarding. Some of the tasks are conditional meaning that they do not occur for every hire.
Tasks
HR Analysts:
- Add Old Agency Code
- Add Period Activity Pay
- Assign or Change Organization Assignments
- Assign Costing Allocation
- Change Personal Information
- Edit Additional Data: C2 Leave Accrual
- Edit Government IDs
- Edit Licenses (DOTS and FM)
- Edit Passports and Visas
- Enter Education Information for Faculty Member
- Hire Employee
- Hire Student
- Maintain Employee Contract
- Manage Probation Period
- Propose Compensation Offer or Employment Agreement
- Set Contract End Date
- Report No Show
- Request One Time Payment
- Revise Employee Hire
- Update Agency Code
- Update Check Distribution Code and Essential Job
- Update Visa and Employment Eligibility
Employees:
- Change Benefits (for Life Event)
- Change Emergency Contacts
- Complete Disability Self-Identification
- Complete Form I-9 Section 1
- Complete Veteran Status Self-Identification
- Request Flexible Work Arrangement
- Review Statement of Mutual Expectations
- Update Contact Information
- Update My Talent Profile
- Update Personal Information
Managers:
- Define Meets Standards for New Hire Performance Factors
- Review Onboarding Checklist Document
- Review Request for Flexible Work Arrangement
Reports
- Onboarding Status Summary – HR Analysts and Managers run the Onboarding Status Summary report to view the progress of the hire and onboarding tasks for a worker(s).
- Find External Students – HR Analysts and Managers run the Find External Students report to view the list of graduate and undergraduate students and initiate the hiring of a student employee as a stand-alone, or ad hoc, hire.
This table includes the relevant course(s). You can enroll in courses at any time on the On-Demand Courses page.
| Course Title | Description |
|---|---|
| Hire and Onboarding | This course helps you to understand key concepts in the hiring and onboarding processes within Workday. You will learn the business processes, sub-processes, and workflows for hiring and onboarding including running related reports. |
For HR Analysts:
- Convert Contingent Worker to Employee
- Edit Government IDs
- Edit Licenses
- Edit Passports and Visas
- Initiate Student Hourly or Federal Work Study Hire
- Initiate and Process a Hire (Not from Recruitment)
- Manage Probation Period
- Process a Hire from Recruitment
- Propose Compensation Hire
- Update the Check Distribution and Essential Job
For Employees:
For Managers:
Please refer to the related Learning Hubs listed in the General HCM and Staffing Learning Hub description to access other useful job aids.
Will student employees onboard through Workday as well?
Yes, student onboarding occurs in Workday. Follow your unit's or institution's policies and procedures.
Will there be the ability to push reminders to new employees regarding items that have not been completed?
Yes, an employee is reminded of steps that they have not yet completed in their Onboarding Dashboard. Their manager can also run a report to view their onboarding status.
When is the UID and directory ID generated?
The UID and directory ID are generated when a candidate’s hire transaction has been approved.
Are there plans for Workday to be incorporated into iTerp? Or will it feed to ISSS appropriately?
iTerp is not going away. International Student & Scholar Services (ISSS) has an approval step in the Add Academic Appointment process to approve accordingly.
Is there a self-service option for submitting a copy of a driver's license when it is required for onboarding?
Yes, an employee may upload required documentation.
Will health benefits enrollment occur during onboarding?
Yes, health benefits enrollment remains during the onboarding process currently completed through the State of Maryland’s SPS Workday. SPS Workday is a different Workday login using your "W Number". See the Benefits Learning hub for retirement benefit information.
When I hire a new employee from another partner institution are they processed as a new hire?
No, when a current employee in one partner institution accepts a position with another partner institution, they are not processed as a new hire. A Change Job task is completed when current employees move between partner institutions.
When does Export Control become involved in a hire?
Export Control, or the Export Compliance Office, is involved in onboarding a new hire when their citizenship is not as a US Citizen or Permanent Resident. When the new hire notes in the onboarding process that they are not a US Citizen or a Permanent Resident, the HR Analyst receives a questionnaire in Workday. Once completed, the hire information forwards in Workday to Export Control for review.
What additional step(s) are taken with a faculty hire?
When completing a faculty hire, the Add Academic Appointment task must be completed. All faculty hires in the Division of Academic Affairs at UMCP, UMES, and UMCES require an academic appointment. Particular faculty hires (e.g., Professor & Chair) may require two academic appointments because academic leadership roles are broken out into separate appointments. Professor & Chair are separate academic appointments but one faculty position. The Academic Analyst initiates the Add Academic Appointment task.
When a faculty position is joint across institutions, the Central Academic Partner links the joint appointments.
What do I do if a new hire doesn’t show up on their first day of employment?
When a new hire does not show up for work on their first day of employment, the HR Analyst must go into Workday and initiate a Report No Show action for the hire so they do not get paid.
Contingent Workers
Within Workday, a contingent worker is someone who is neither a student or employee, nor are they paid by the university. Contingent workers are grouped into types that “bundle” the limited services they should receive.
Tasks
- Contract Contingent Worker – Managers and HR Analysts use this task to create a contingent worker record.
- Change Job – HR Analysts use this task to renew the contract for an additional year.
- End Contingent Worker Contract– HR Analysts use this task to end the worker’s contract.
Reports
- RPT002 HCM CORE Current Contingent Workers – Managers and HR Analysts run this report to display a list of all contingent workers. Details include the worker's name, status, type, supervisory organization, position, cost center, original hire date, supplier, contract start and end dates, pay rate, pay frequency, currency, contract assignment details, default payment terms, and whether the worker is independent.
- RPT003 HCM CORE Contingent Workers - Expiring – Managers and HR Analysts run this report to display information on contingent workers whose contracts are expiring before a selected date, including contingent worker name, position, contract end date, manager, supervisory organization, work, and pay rate.
- RPT406 HCM CORE Contingent Worker Services Lookup – Managers and HR Analysts run this report to display services for contingent workers.
For Managers and HR Analysts:
Are C1 and C2 employees contingent workers?
No, C1 and C2 are employee types. In Workday, contingent workers are workers who are not paid by the institution and need access to Workday or downstream systems controlled by Workday.
Would volunteers fall under this category?
Yes, volunteers are contingent workers in the Non Paid Non Worker group.
Is a consultant entered as a contingent worker if they only need access to UMD systems?
If a consultant needs any access at all, including building access, they need to be added as a contingent worker.
Does this eliminate the affiliate module as we know it today?
Yes, this eliminates the affiliate module. We process these individuals as contingent workers in Workday.
How will approvals work for International Non Paid visa holders?
International Non Paid visa holders go through the same contingent worker process, and the HR Analyst can add in the visa information. The Export Compliance Office (Export Control) is included in the Hire and Contract Contingent Worker processes for a non-citizen of the US. Faculty have an academic appointment and International Student & Scholar Services (ISSS) has an approval step in the process.
Is a contingent worker term for one year only?
Yes, the contract end date should be within one year of the contract start date. The contingent worker can be extended to stay beyond that time frame for an additional year. The end date does not automatically terminate the contingent worker; it triggers an alert.
Some departments are required to conduct background checks for volunteers. Is there a way to have this process linked to the background check process in Workday?
Not at this time. Maryland State law requires background checks for volunteers who work in specific offices that University Human Resources (UHR) is not able to provide. Background checks out of UHR’s scope, such as a fingerprint requirement or FBI database check, are kept at the department level now and that will not change with Workday.
We have affiliates from other USM institutions. Will that impact this process?
It depends on the USM institution. When a worker is paid by a USM institution at a tenant partner, they are already in Workday as an employee. A worker cannot be both an employee at one institution and a contingent worker at another institution at the same time. If they are not an employee for one of the four partner institutions, they are entered as a contingent worker.
Change Job
Change Job is a business process used to initiate changes and updates to jobs and positions. Changing a job is used to reflect changes made to the worker and the seat they are occupying.
Tasks
- Change Job – HR Analysts initiate this task to make changes to a worker's job or position. You can change a job when there is no break in service, the current job is being modified, or job details are updated.
This table includes the relevant course(s). You can enroll in courses at any time on the On-Demand Courses page.
| Course Title | Description |
|---|---|
| Change Job | This course helps you understand how to process job changes within Workday. You will learn how to select the correct reason and initiate job change tasks. |
When should I change a job?
The Change Job task is initiated when a worker's job or position needs to be updated, transferred to a different manager or sup org, a change in job details, or for a promotion.
Can I change more than one aspect of a job at a time?
Yes, you can make changes to multiple sections at once.
Can I use Change Job when a worker changes institutions?
Yes, when a worker changes jobs in the four partner institutions, initiate the Change Job task
Add and End Job
The process of adding and ending jobs in Workday is specifically related to additional jobs. Add Job is used to add a job to a worker who already has one or more jobs. The end job process is used to remove a job from a worker.
Tasks
- Add Job – HR Analysts initiate the Add Job task to add an additional job for a worker.
- End Job – HR Analysts initiate the End Job task to end a job for a worker who has one or more jobs.
- Switch Primary Job – HR Analysts initiate the Switch Primary Job task to switch a worker's primary job. If a worker’s primary job is ending, you must switch the primary job with one of the additional jobs.
Reports
- View All Jobs – HR Analysts run the View All Jobs report to show a record of all jobs, current, future, and historical, for a worker.
- Workers with Multiple Jobs – HR Analysts run the Workers with Multiple Jobs report to show a list of workers with multiple jobs.
- Terminating Appointments – HR Analysts run the Terminating Appointments report to show workers with upcoming employment expirations by a specific date.
- Primary Job Switch History – HR Analysts run the Primary Job Switch History report to show a list of workers who have switched primary jobs.
This table includes the relevant course(s). You can enroll in courses at any time on the On-Demand Courses page.
| Course Title | Description |
|---|---|
| Add & End Job | This course helps you understand how to add and end additional jobs in Workday. You will learn how to add a job, how to complete an overload, and end a job. |
How is Add Job used?
Add Job is used to create an additional job or position for a current worker. Workers can have several jobs.
I used Add Job to enter an additional faculty job. Is the process to add an academic appointment also complete?
No, adding a job and adding a new academic appointment are two transactions. The task to add the academic appointment is automatically forwarded to the appropriate security role to initiate the task.
Is an overload entered as an additional job?
Yes, overloads are added as an additional job. To end the overload, an End Job task must be completed.
Are end job and termination the same?
Ending a job is different from termination because ending a job does not affect the primary job. End Job is initiated to end a temporary job, position, or overload. The process of terminating a worker includes steps to end all of the worker’s jobs, positions, and/or academic appointments.
Can a worker's primary job be ended?
The primary job should only be ended when a worker’s job is being terminated. When the primary job is ending and the worker is not terminated, the primary job must first be switched with an additional job. After being switched, you may end the additional, formerly primary, job.
When I end a job linked to an academic appointment, will the academic appointment end automatically?
No, the ending of a job and the ending of an academic appointment are two transactions. The task to end the academic appointment is automatically forwarded to the appropriate security role to initiate the task.
Termination
Termination is the process of ending a worker’s jobs, positions, and academic appointments. Terminating a worker is used to separate a worker from their employment with the institution.
Tasks
- Submit Resignation – An employee initiates the Submit Resignation self-service task to resign from their employment with an institution.
- Terminate Employee – The HR Analyst or Manager initiates this task to end a worker’s employment with the institution.
Reports
- RPT019 HCM CORE Terminating Appointments – HR Analysts and Manages run the RPT019 HCM Core Terminating Appointments to view the list of workers with upcoming employment expirations by a particular date.
- RPT833 HCM CORE Active Employees – HR Analysts and Managers run the RPT833 HCM Core Active Employees report to view the list of all active employees in all organizations.
This table includes the relevant course(s). You can enroll in courses at any time on the On-Demand Courses page.
| Course Title | Description |
|---|---|
| Termination | This course helps you understand terminations within Workday. You will learn how to initiate and complete the termination process. |
Do I need to terminate their employment when a worker changes jobs within the partner institutions?
No, when a worker changes jobs within the four partner institutions which include UMCES, UMCP, UMES, and UMSO, a Change Job task is completed.
When a worker is marked not recommended for rehire, will that be visible at all campuses and departments?
Yes, the Eligible for Rehire checkbox is visible to those with appropriate security roles across all tenant partners and departments. Central security roles have the option to override at the time of hire.
When a termination occurs will the worker's role be automatically inherited by the next level supervisor?
Yes, the supervisor are temporarily responsible for the roles remaining with the vacated position. Rather than all roles being wiped every time a position is vacated, they default to staying with the position.
When a worker resigns, is the Manager the only role that can complete the termination process?
No, an HR Analyst or Manager can complete the termination process.
The worker I need to terminate has an end date on their job or position. Do I still need to process a termination?
Yes, the end employment date is for reporting purposes only. The Terminate Employee task must be completed.
Are there extra steps if a staff worker is terminated involuntarily?
An involuntary staff termination has an additional review step through the appropriate supervisory security role.